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449124 comments
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See Rodriguez, 156 F.3d at 775 (town furnished reasonable lodging by giving law enforcement officer with religious
objection to guarding abortion clinic prospect to search
for lateral transfer to district without the need of abortion clinics)
. 2018) (remanding to decide no matter if employer happy its lodging obligation by allowing
for workers to use paid go away and to search for volunteers to swap shifts to keep
away from working on their Sabbath, wherever personnel had inadequate compensated leave and plaintiffs experienced problem arranging
voluntary swaps) McGuire v. Gen. Motors Corp., 956
F.2d 607, 608-10 (6th Cir. 1992) (per curiam) (remanding to establish whether or not employer happy
its accommodation obligation by permitting personnel
to swap shifts to stay clear of operating on his Sabbath exactly where staff found it "virtually impossible" to prepare voluntary swaps).
2013) (holding that enabling employee to voluntarily swap shifts was not an undue hardship where by
CBA licensed employer-facilitated voluntary route variations).
1987) (ruling that employer could not show that shelling out replacement employee premium wages would lead to undue
hardship because plaintiff would have been paid quality wages for several hours at
challenge). 1978) (keeping that employer could not reveal having
to pay substitute employee premium wages would bring about undue hardship due to the fact plaintiff would
have been compensated high quality wages for the hrs at challenge) EEOC v.
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Further, no matter if or not recipients now use conclusion-makers who are employees, or deal out to use independent or expert final decision-makers, recipients retain these solutions beneath the final restrictions.
The proposed polices Start Printed Page 30561allowed but did not demand recipients to use
a file-sharing platform, and the Department omits the reference
to the file-sharing system in these remaining rules to
alleviate any confusion. Further, these last rules charge an LEA
with genuine knowledge (and hence obligations
to answer to sexual harassment) anytime any worker has detect of
sexual harassment, so LEAs that previously coach almost all their workers to be "responsible employees"
possible will not change that education below these final
restrictions, and for IHEs, these remaining laws go away every institution flexibility to come to
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